Improving the productivity and the experience of your employee without stressing them out is one of a manager’s priorities. With a lot of distracting tools like the internet lingering around the office, evaluating your employee’s performance can help keep them on check and of course help increase their productivity rate.
Performance review is of great benefit to companies that want to continually increase their output, especially mechanically oriented company with different production line and companies with high quotas to be met. That does not mean that an early stage company or a startup cannot use the performance review to keep their productivity on check. Company that carry out periodic performance review benefits from it through the followings:
ENSURES GOALS AND TARGET IS ON SIGHT:
When an organization loses sight of its goal, it’s likely working lackadaisical. With an employee’s performance been reviewed periodically, it can help the company identify its strength as well as its weakness.
GIVES ROOM TO EMPLOYEE IMPROVEMENT:
A good analysis of an employee’s performance can help the company know which training / courses to organize for its employees. Hence, it saves the stress of a non-directional guess.
Employees can also benefit from this performance review through a variety of ways like, recognizing their weakness and strength. It also boosts their morale to work harder and smarter.
USING A MORE IN DEPT PERFORMANCE REVIEW
The honest truth is that employees hate it when their performances are being reviewed. They feel like their flaws are being showed out for the world to see. The managers even hate it more, because of how time-consuming it could be and the stress that comes with it. Companies could actually use a more creative ways to create a better experience when it comes to performance review.
PEER TO PEER REVIEW: Before you allow your head of HR to jump in on one on one session with the employees, give them an opportunity to review each other, this provides the company with a different perspective than having a monotonous view from the HR manager.
SELF EVALUATION: Gaining an insight on a way that an employee sees his or her performance can help us understand their inner ability and weakness that cannot be noticed by others (Direct Managers and HR).
BREAK THE TRADITION: Some companies fail to review an employee’s performance after a short assignment. They always wait till the end of the year or the first half of the year before embarking on the process. Why wait that late in order to analyze your strength or weakness, when you can actually do it as soon as possible. This method could be used by the department’s head in order to keep his team on check.
CHECK 2-5 MOST CHARACTERISTICS YOU APPRECIATE:
In the process of trying to find out the weakness of our employee’s we end up ignoring their strength. They are intangible but important elements of how someone performs that make their work better. Sense of humor, efficiency, cost-consciousness, loyalty, and directness are all examples of characteristics that can be used in assessing the employee’s performance.-INC
ADAPT A PRIVATE FEEDBACK
Employees are always curious to know the result their performance review. Instead of using the general notice board, narrow their feedback individually. Public feedback can lower your employee’s morale, especially when one’s weakness is caught up amidst high-flying individuals.
ESTABLISH A BONUS:
Your bonus or compensation package can be established according to the other of performance. Awarding and compensating high performer’s increases their focus and morale. It also charges others to aim for such level.
NB: Competitions might arise in the company, your management should be able to devise a means to manage it effectively in order to avoid structural imbalance.